At least they left instructions how to change the Lock Screen.
I suggest a nice photo of Contract First United Next sticker.

I think it will depend on the rest of our TA. I reserve judgement on the Delta AIP until the actual language is published. I do trust their MEC more than ours but as we all know the devil is in the details.

If we get 13/5/5/5 with Delta sick time and all the other apparent improvements in their AIP we will still
be behind where we should be considering inflation, past cuts, etc. So, to agree to 13/5/5/5 would unacceptable in my opinion.

The TUMI TA was so bad that just about anything looks acceptable. Let’s stop selling ourselves short.

EXACTLY.

SK talks about the 4 pillars of 'United Next.'

Can someone please tell me why customer service is pillar #3 and not pillar #1?!

You can have a massive fleet...you can have 'operational excellence'....but if you don't have a loyal customer base in a customer-service industry, what do you really have?

NPS is NOT the way to measure customer satisfaction. While it can be an indicator, doing the right thing (i.e., getting hotels for pax when we are responsible for missed connections) are ACTIONS that speak louder than 'Good leads the way.'

This article in Forbes is a good read, relatively concise, and seems to hit the nail on the head in many respects:

United's Uninspiring 'Next' Plan

I’m not saying that rates don’t matter but it’s vital to recognize that the UPA lags significantly to the current book Delta PWA. We need a cover to cover rewrite. Not sure how that will happen quickly with the very necessary recalls happening. I’m guessing we’ll see a quick delta +1 with status quo work rules (blech) or a long negotiation with the new NC once they’re in place.

Agree and good points.

Are you saying you’re willing to allow the company to use the LOA 5% as credit toward current section 6? That’s one of the major failings that sunk TUMI. That 5% was already bought & paid for by United pilots & in the backlash to an awful contract proposal, our union is on record as saying we won’t accept a deal that is artificially lower by 5% because of our LOA raise. I’ve been saying all along, TA2 must exceed inflation on its own on DOS. 13% won’t cut it unless there are some major changes to trip credit calculations, etc. If you want to match Delta by giving your LOA raise back to the company, I think you’re in the minority; but maybe some other folks here can sound off on the question.

I'm glad other people see this. The 5% we 'got already' as some people keep saying was agreed upon completely outside of contract talks. Just like you said, bought and paid for.

First no way our pay rates will end up 5% higher than Delta's so, yes, the percent for us will be less and MUST be because AGAIN . . . no way we end up 5% over Delta.


Imagine if you will we get a 13/5/5/5 offer with no concessions, minor QOL gains, and a bump in some non-tax areas. Then UAL pilots vote it down. Months pass and we approach a release date. The potential for a strike becomes front page news in all the media outlets. Just happened to the railway workers, and they got a contract imposed on them by Congress with one extra day off and a 24% raise. So you guys think we can turn down 34% in total raises and Congress will let us strike for more?

Personally I don't think that is remotely possible, and I pray to God most pilots realize that as well. Fortunately, I think they do and will go on record here taking a WAG that the Delta AIP will become a TA and will get voted in 70/30 or higher.

Unacceptable if we don’t get DAL LTD that’s vastly superior to ours and they have had it for 6 years. No reason we shouldn’t have it.

I think the idea is that the advertised percentage raise is the window dressing, the actual pay rate for a specific A/C, seat and longevity is the data point that matters. So it’s not as simple as saying the 5% pandemic LoA raise “doesn’t count.” If we got the same percentage raise DAL’s AiP is advertising, we’d essentially be ~5% above their rates. Sure that sounds great, but is that a realistic goal or where we want to focus the economic value of our negotiating capital? Many on here claim hourly rates are not important…. I wouldn’t go that far, but demanding 18% DoS will likely reduce gains elsewhere in the contract

The most important piece of leverage we have of course is that we can vote down anything we feel is sub-par, but it’s not as simple as ignoring things we don’t like in favor of the things that fit our objectives.